The effect of management changes on winning in professional sports: Analysis using a dynamic lag adjustment model

This paper examines whether coaching and general manager (GM) changes among three professional sports leagues—the National Football League (NFL), the Major League Baseball (MLB), and the National Basketball Association (NBA)—effect on‐field performance. Our empirical methodology uses team‐level data by season and adapts a lag adjustment econometric approach designed to resolve several statistical challenges that arise both in general managerial settings and in sports settings. Our main finding is that coaching changes in the NFL boost the number of wins per season by between 0.5 and 1.2 in each of the first five seasons. Coaching changes have smaller, but still positive, impacts in the MLB and NBA. For all the three leagues, we find that GM changes have no discernable impact on performance. A separate cross‐sectional analysis suggests that those small impacts stem from coaches and GMs having extremely compressed talent distributions. The data indicate that coaches and GMs, en masse, are important, but changing the people who occupy those positions rarely seems to move teams to different locations on the performance distribution.     

Catching a draft: on the process of selecting quarterbacks in the National Football League amateur draft

The reverse order college draft gives the worst teams in the National Football League (NFL) the opportunity to hire the best amateur talent. For it to work effectively, teams must be able to identify the “best” talent. Our study of NFL quarterbacks highlights problems with the draft process. We find only a weak correlation between teams’ evaluations on draft day and subsequent quarterback performance in the NFL. Moreover, many of the factors that enhance a quarterback’s draft position are unrelated to future NFL performance. Our analysis highlights the difficulties in evaluating workers in the uncertain environment of professional sports.     

Additional evidence of heuristic-based inefficiency in season wins total betting markets: Major League Baseball

The large majority of sports betting papers have addressed questions of market efficiency based on the outcome of single game, such as spread (sides) or point totals wagers. This research examines the Major League Baseball (MLB) season wins total over/under betting market with respect to questions of market efficiency and profitability. Woodland and Woodland (2013, 2015) investigated the season wins total markets for the National Football League (NFL) and the National Basketball Association (NBA) and found significant inefficiencies. Betting rules tested in this paper parallel those proposed by Woodland and Woodland for the NFL and NBA. They aim to take advantage of the implications of the representativeness heuristic, that is, individuals expect results from a small number of games to generalize to the entire population. The MLB market is found to be inefficient, and provides opportunities for profitable wagering. We establish a tendency for bettors to overreact to a team’s performance in the previous season, particularly for teams with winning records. Results are consistent with the findings for the NFL and NBA season wins totals betting markets. This may be the consequence of monetary betting limits and a structure requiring the completion of a sport’s season before the bet outcome is determined, both of which could discourage some bettors from participating.     

Coaching models for leadership development: An integrative review

The purpose of this article was to describe and compare coaching models and to address their relevance to the advancement of leadership. Coaching has become a popular strategy for leadership development and change in complex environments. Despite increasing popularity, little evidence describes the necessity and impact of coaching. An integrative literature review from 1996 to 2010, retrieved through seven databases, reference tracking, and consultation with academic networks, led to inclusion of peer‐reviewed articles on coaching models. Themes and critical elements in the selected coaching models were analyzed. The search yielded 1,414 titles. Four hundred twenty‐seven abstracts were screened using inclusion/exclusion criteria, and 56 papers were retrieved for full‐text screening. Ten papers were included: two coaching models from health care settings, seven from business settings, and one from a medical education institution. Critical components of coaching models are: coach–coachee relationship, problem identification and goal setting, problem solving, transformational process, and mechanisms by which the model achieves outcomes. Factors that impact positive coaching outcomes are: coach's role and attributes, selection of coaching candidates and coach attributes, obstacles and facilitators to the coaching process, benefits and drawbacks of external versus internal coaches, and organizational support. The elements of coaching models identified in this review may be used to guide future research on the effectiveness of coaching as a leadership strategy.     

Managerial coaching and subordinates' workplace well‐being: A moderated mediation study

Taking a self‐categorisation perspective, we predict that managerial coaching affects subordinates' workplace well‐being through perceived insider status and that Chinese traditionality moderates this indirect effect. To test these hypotheses, we designed a three‐stage research method to collect data from 276 subordinates in a large state‐owned enterprise located in Shanghai, China. Results indicated that (a) managerial coaching was positively related to subordinates' workplace well‐being; (b) perceived insider status mediated the linkage between managerial coaching and subordinates' workplace well‐being; and (c) Chinese traditionality moderated the indirect relationship between managerial coaching and subordinates' workplace well‐being via perceived insider status, such that the indirect effect was stronger for subordinates with low rather than high Chinese traditionality. This study sheds new light on the intervening process (i.e., perceived insider status) that explains how managerial coaching influences subordinates' workplace well‐being. The findings also extend the current literature by adding a substantive moderator (i.e., Chinese traditionality) to explain when and why subordinates increase their well‐being when faced with managerial coaching.     

New contracts and dismissal threats from highly drafted rookies: What motivates NFL quarterbacks?

The authors examined whether incumbent starting quarterbacks in the National Football League (NFL) performed better after their teams drafted another quarterback in the first round of the preceding draft. There was some evidence that quarterbacks exhibited slightly improved performance under these conditions. However, the impact on performance was small. There was little evidence of opportunistic behavior by quarterbacks, but quarterbacks may perform slightly better in the first year of a new contract. The authors conclude that quarterbacks are already exerting at or near their maximum effort level and thus their performances are unlikely to be greatly impacted by dismissal threats or contract details.     

Moving on up: The Rooney rule and minority hiring in the NFL

Detecting and quantifying racial discrimination in the labor market is difficult. The sports industry offers a wealth of data and specific hiring practices which mitigates this difficulty. The Rooney Rule requires National Football League teams to interview at least one minority candidate when hiring a head coach. We examine a unique data set of high-level assistant coaches (offensive and defensive coordinators) from the beginning of the 1970 season through the beginning of the 2009 season to determine whether race is a factor in NFL teams' decisions to promote these assistants to head coach. Using logit and hazard models that control for age, experience and performance, we conclude that conditional on a coach reaching coordinator status, there is no evidence that race influences head coach hiring decisions. We also find no evidence that the Rooney Rule has increased the number of minority head coaches.     

The Global Sports–Media Nexus: Reflections on the ‘Super League Saga’ in Australia

Despite the social and (increasingly) commercial significance of sport and sporting bodies worldwide, they remain under‐represented in the mainstream management literature. One of the more recent and dramatic examples of the global sports–media nexus is the ‘Super League saga’ in Australia. This paper recounts the tale of the Super League saga, providing a holistic analysis of the events and competitive issues arising by drawing on literatures concerning the economic nature and value of sports leagues, the resource‐based view of the firm and the nature of psychological contracts in changing environments. The analysis confirms the general monopolistic tendencies of professional sports leagues in an increasingly global industry driven by the sports–media nexus, in accord with a number of comparable cases internationally. The particular conditions of the Australian marketplace that exacerbate this tendency beyond, for example, that found in the USA, and differences in the outcomes of battles between rival leagues are also considered. The Super League saga portrays the importance of effective management of resources key to the production of the ‘rugby league product’ including, among others, the often over‐looked importance of careful management of local resources for the success of global strategies, and, where human resources are key, the importance of psychological contracting. The holistic analysis of the Super League saga in Australia affords lessons that extend well beyond the realm of sports.     

Individual efficiency and club performance: a panel analysis of professional baseball

This paper investigates whether players' individual‐ and club‐level efficiency has substantial impact on club performance in the Chinese Professional Baseball League (CPBL). Using data from 1990 to 2000, and a stochastic frontier model, we propose a different way to measure club‐level efficiency. Our empirical results indicate that club‐level efficiency is crucial to club performance, measured by the winning percentage. Although the literature shows that some inefficient clubs with abundant resources are still very successful on the diamond, our results confirm that club‐level efficiency has a moderate impact on the success of a baseball club in the CPBL. Copyright © 2010 John Wiley & Sons, Ltd.     

Bankruptcy behavior in the NFL: does the overtime structure change the strategy of the game?

Companies in financial distress have an incentive to take on high-risk/high-reward projects, known as ??bankruptcy behavior.?? This paper investigates the activity of bankruptcy behavior outside of the corporate setting by analyzing the effects of the overtime structure in the NFL relative to College Football. In overtime, the first team to score in the NFL wins. In college football, however, both teams in overtime get a chance to score and the winner is decided when one team outscores the other. This structure causes different strategies for the NFL teams approaching overtime relative to college football teams. Using the variance in scoring throughout the game, I find evidence that NFL teams take on more risk late in the game to avoid overtime, or act as if they have bankruptcy behavior.     

Coaching SME managers: business development or personal therapy? A mixed methods study

While a growing number of small- and medium-sized enterprises (SMEs) are making use of coaching, little is known about the impact such coaching has within this sector. This study sought to identify the factors that influence managers' decision to engage with coaching, their perceptions of the coaching ‘journey’ and the kinds of benefits accruing from coaching: organisational, personal or both. As part of a mixed methods approach, a survey tool was developed based upon a range of relevant management competencies from the UK's Management Occupational Standards and responses analysed using importance-performance analysis, an approach first used in the marketing sector to evaluate customer satisfaction. Results indicate that coaching had a significant impact on personal attributes such as ‘Managing Self-Cognition’ and ‘Managing Self-Emotional’, whereas the impact on business-oriented attributes was weaker. Managers' choice of coaches with psychotherapeutic rather than non-psychotherapeutic backgrounds was also statistically significant. We conclude that even in the competitive business environment of SMEs, coaching was used as a largely personal, therapeutic intervention rather than to build business-oriented competencies.     

Managerial efficiency and survivability in professional team sports

Students of organizational sociology tend to believe that managerial efficiency has less to do with individual talent than with the environment in which firms operate. Economists and fans know that this is not true in sports. Measures of managerial efficiency are constructed for baseball, basketball and football coaches. Survival analysis is utilized to measure coaching tenure probabilities in these sports and coaching tenure is shown to be related to managerial efficiency.     

Data Envelopment Analysis with Reverse Inputs and Outputs

Data envelopment analysis (DEA) assumes that inputs and outputs are measured on scales in which larger numerical values correspond to greater consumption of inputs and greater production of outputs. We present a class of DEA problems in which one or more of the inputs or outputs are naturally measured on scales in which higher numerical values represent lower input consumption or lower output production. We refer to such quantities as reverse inputs and reverse outputs. We propose to incorporate reverse inputs and outputs into a DEA model by returning to the basic principles that lead to the DEA model formulation. We compare our method to reverse scoring, the most commonly used approach, and demonstrate the relative advantages of our proposed technique. We use this concept to analyze all 30 Major League Baseball (MLB) organizations during the 1999 regular season to determine their on-field and front office relative efficiencies. Our on-field DEA model employs one output and two symmetrically defined inputs, one to measure offense and one to measure defense. The defensive measure is such that larger values correspond to worse defensive performance, rather than better, and hence is a reverse input. The front office model uses one input. Its outputs, one of which is a reverse output, are the inputs to the on-field model. We discuss the organizational implications of our results.     

蒲城县城区小学生课外辅导现状调查

"不能让孩子输在起跑线上"的家长心态,使得课外辅导班正以前所未有的趋势蔓延,导致学生学业负担过重,甚至厌学逃学。作者通过调查了解陕西省蒲城县城区小学生参加课外辅导的现状,分析存在的问题,以期提出一些更合理、更有效的选择辅导班的途径,使孩子拥有一个快乐、幸福的童年。     

Is the Grass Greener? Switching Costs and Geographic Proximity in the High Status Affiliations of Professional Baseball

Professional baseball operates a tiered system of talent development facilitated by alliances between Minor League Baseball (MiLB) clubs and higher status Major League Baseball (MLB) parent teams. This study applies management theory to advance the literature on MiLB demand modeling by proposing and testing a new set of demand determinants based on interorganizational alliance principles. Team executives at the AA level should be alert to the high cost of switching team alliances and of changing to a parent club in closer geographical proximity. At the AAA level, affiliation with a winning MLB club exerts a positive effect on AAA demand. Copyright © 2015 John Wiley & Sons, Ltd.     

The characteristics of dyadic trust in executive coaching

This qualitative study explores the development of trust in executive coaching relationships. Interviews were conducted with 27 high‐level executives who were voluntarily engaged in executive coaching for the purpose of leadership development. The theory that emerged from these findings, as expressed in an integrated model of sequential, interdependent trust development, was that interplay of relational, situational, and behavioral factors influenced the development of trust in executive coaching. Trust was highest when (a) the client was willing to disclose honest feelings and thoughts to the coach and was met with a supportive, nonjudgmental reaction from the coach; (b) the organization was supportive of the positive leadership development that could occur in executive coaching; (c) the coach and client were clear about expectations of confidentiality and outcomes; and (d) the coach supportively confirmed the client's developmental needs, and challenged the client's leadership behaviors. These multiple, interdependent factors manifested throughout the coaching relationship to result in bonds of trust.     

Contributions of Managerial Levels: Comparing MLB and NFL

Sports differ according to the number of players, interdependencies among them, complexity of strategy, and other dimensions. For example, baseball has been described as ‘an individual game in which a team score is kept’. These differences suggest differences in the relative importance of managerial inputs: owners, general managers, and managers (or head coaches). Using panels over 1970–2011, I estimate performance production regressions for Major League Baseball and the National Football League that permit the relative importance of these managerial inputs to be assessed within and across sports while taking explicit account of the hierarchical structure of management levels. In addition, with predicted individual effects, I present rankings of best and worst managers, general managers, and owners. Copyright © 2013 John Wiley & Sons, Ltd.     

Gender and managerial coaching across cultures: female managers are coaching more

Despite the increasing popularity of managerial coaching in organizations worldwide, little is known with regard to how gender and culture may affect managerial behavior. The present study is the first empirical study on managerial coaching on a global scale. Based on social role theory, role congruity theory, and cross-cultural theory, we first expect female leaders to engage in more coaching behavior than male leaders. Second, we expect that male leadership, particularly coaching behavior, is more influenced by societal culture than female leadership. Survey data were obtained from more than 600,000 employees, assessing coaching behavior of more than 130,000 practicing managers from 51 countries/areas. Results support both expectations. Taken together, this study has advanced our empirical and theoretical understanding of managerial coaching on a global scale.     

Reducing Organizational Politics in Performance Appraisal: The Role of Coaching Leaders for Age‐Diverse Employees

We examined whether a supervisor's coaching leadership style predicts the perception of organizational politics in performance appraisal (OPPA) reported by the collaborators. Additionally, we drew on social cognition and motivational life‐span development theories to hypothesize age‐related differences in perceived OPPA and its link with the coaching leadership style. Using hierarchical linear modeling (HLM) on a sample of 576 employees and 112 leaders, we found that coaching leaders are perceived as less manipulative in their performance ratings, especially by older employees. This article includes a discussion of the implications these results have for performance management of an age‐diverse workforce. © 2016 Wiley Periodicals, Inc.